7 tips to promote work remotely

Employees around the world tend to work in companies with values ​​that match their values, and their sense of belonging increases when the organization in which they work operates according to standards and laws that are consistent with their beliefs, and in line with the way they think, and now in light of the outbreak of the emerging “Corona” virus, and an increase in The tendency to work remotely has become essential for departments to find a way to work with employees committed, and maintain their sense of belonging to the organization.

The most prominent economic consequences of remote employment are clearly visible in employment, productivity and equal employment opportunities. At the level of employment, we note the high levels of employment in the countries that have worked with this system. For example, some economies such as China, India, Malaysia, Thailand, Senegal and South Africa have been able to make rapid progress in the information industry, which has contributed to increasing exports and providing more jobs. Telework is a solution to the problem of lack of skills in the ICT industry, making it possible to fill posts that have suffered from a shortage of suitable people.

The challenges that institutions face in the face of the extraordinary health crisis the world is currently experiencing do not depend on ensuring that employees maintain loyalty, but there is another challenge that helps employees feel integrated while maintaining their perform work tasks while sitting in their homes. as well as to qualify them to adapt to the changes that circumstances impose on us and to help them bridge the gap between the traditional way of working to which they are accustomed and the new way that relies mainly on technological aids and electronic communication platforms. Below we review a set of issues that managers and officials should focus on in the future. To ensure the success of the organization in which they work by working remotely.

1 Behavior change

Focus on changing behavior throughout the company, focus on coaching and coaching, and conduct conversations with employees and managers. Leaders and managers need to set an example for the entire workforce, and if employees view the behavior of managers and leaders negatively, they will no doubt follow in their footsteps.

And if employees find that their managers work to change the way they think and handle the new work environment, they may also be encouraged to change their way and their way of working mechanisms, and over time they will become more flexible and more able to work. and implement production while working remotely.

2 Commitment to accessibility

Work to ensure that all employees have access to remote work environments, including those with disabilities who find remote communication more difficult, or employees who may need resources to adapt to a different structure of work from home.

At the same time, seek to understand the circumstances of each individual and develop a plan to determine the mechanisms of their coping. As we move through this time of uncertainty, one thing is clear: the future of work will change forever in the light of our current experience, and by focusing on the changes our society is now witnessing, companies will be able to encourage their employees to integrate into the future of remote work ,.

3 Collect employee feedback

Giving feedback pays off when we talk about remote employees, as it improves employees’ confidence and proves their skills. But it is difficult for managers to get feedback from employees. The employee is always afraid of the repercussions of this case. Therefore, the manager should place the provision of feedback within the employee’s tasks so that the employee feels more freedom from the consequences of his opinion; It avoids expected problems or solves problems that already exist.

The manager should also be willing to give regular feedback to remote workers, even if it is over the phone or through a quick Skype chat. This will help create a two-way communication flow.

4 Strengthen the idea of ​​leadership

Create the impression with all employees that they are in leadership roles. If employees feel that leadership roles are limited to only some members of the workforce, their sense of belonging will be significantly reduced.

Managers must therefore instill in employees a sense that what they are doing is just as important as what managers and officials are doing.

5 policies that reflect the workforce

As you perform your job by adopting new telecommuting policies and procedures, it is essential that you are aware of the obstacles that employees face, which means you need to be more flexible in management, including scheduling calls and scheduling of meetings; Because the circumstances of the employees are now different, some of them are more involved in homework, others take care of their children.

6 Be emotionally supportive

Telling your workers that you care and trust them may be the best way to build their self-esteem. And if you make your employees feel like they’re doing a good job, they’ll do better. So you should always praise employees when they successfully complete a task or complete a project. You should also learn the skills to listen to your employees. Simply listening to them is one of the best ways to show that you care about what they have to say and what matters to you.

7 individual meetings

One of the basic skills any manager needs to develop is the art of one-on-one meetings with their employees. You might think these meetings are unnecessary or a waste of time. But when done right, you can save a lot of time for you and your employees while helping you work together to achieve your goals. The purpose of one-on-one meetings is to ensure that you and your employee communicate regularly so that both of you can deliver the best results.

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